Contents Foreword Management report Corporate governance Consolidated Financial Statements Company Financial Statements Pillar 3
Disclosure
Location of Disclosure 2016
Identified Omission(s)
Reason(s) for
Omission(s)
G4-LA2
Benefits provided to full-time
employees that are not provided to
temporary or part-time employees,
by significant locations of operation
There is no difference in the fringe benefits between full-time and part-time
employees or between employees with a fixed-term/indefinite contract.
The rules for some fringe benefits do depend on the number of working days or
hours worked. Taking parental leave as an example, you are allowed to take 26
times your working hours as leave. The fixed commuting expense allowance is
based on the number of days worked. Some fringe benefits are paid pro rata to the
number of hours defined in the contract of employment.
G4-LA3
Return to work and retention rates
after parental leave, by gender
Appendix 3: Sustainability Facts Figures: Social Indicators: table G4- LA3
Training and education
G4-DMA
Generic Disclosures on Management
Approach
Annual report: Developing talent and competencies: Three central themes and
Rabo Global Traineeship
G4-LA9
Average hours of training per year
per employee by gender, and by
employee category
Annual report: Developing talent and competencies: Sustainability in training
Appendix 3: Social indicators: Table training
G4-LA10
Programmes for skills management
and lifelong learning that support
the continued employability of
employees and assist them in
managing career endings
Annual report: Developing talent and competencies: Three central themes
Annual report: Developing talent and competencies: Sustainability in training
G4-LA11
Percentage of employees receiving
regular performance and career
development reviews, by gender
and by employee category
Appendix 3: Sustainability Facts Figures: Social Indicators: Periodic performance
discussions (table G4-LA11)
Diversity and equal opportunity
G4-DMA
Generic Disclosures on Management
Approach
Annual report: Encouraging diversity and equality: Encouraging diversity and
equality
G4-LA12
Composition of governance bodies
and breakdown of employees per
employee category according to
gender, age group, minority group
membership, and other indicators
of diversity
Executive Board:
Male: 6, Female: 1. age category 30-50: 1, age category >50: 6
https://www.rabobank.com/nl/about-rabobank/profile/organisation/board/
executive-board-members.html
Supervisory board:
Male: 6, Female: 3. age category 50: 5, >60: 3, >70: 1
https://www.rabobank.com/nl/about-rabobank/profile/organisation/board/
supervisory-board-members.html
https://www.rabobank.nl/particulieren/leden/
A breakdown per
minority group is not
relevant because there
are no minority groups
represented in the
central governance
bodies of Rabobank.
Minority groups are
represented in the
member councils
of local Rabobanks,
but no breakdown is
available
Equal remuneration for women and men
G4-DMA
Generic Disclosures on Management
Approach
Annual report: Encouraging diversity and equality
G4-LA13
Ratio of basic salary and
remuneration of women to men by
employee category, by significant
locations of operation
Appendix 3: Sustainability Facts Figures: Social Indicators: Salary ratio (table
G4-LA13)
Local communities
G4-DMA
Generic Disclosures on Management
Approach
Annual report: Supporting the vitality of communities: Introduction
Annual report: Supporting the vitality of communities: DLL (Charitable donations
and volunteering)
https://www.rabobank.com/nl/about-rabobank/in-society/sustainability/vital-
communities/index.html
G4-SO1
Percentage of operations with
implemented local community
engagement, impact assessments,
and development programmes
Annual report: Supporting the vitality of communities: Meaningful cooperative and
Rabo Versterkt
Appendix 2: Sustainably Succesful Together: Clarification of terms and
methodology sustainability performance measurement
https://indd.adobe.com/view/8830926a-dbcf-4111-9a33-d60e65d0616d
G4-SO2
Operations with significant actual
and potential negative impacts on
local communities
Rabobank does not have operations with direct significant and potential negative
impacts on local communities. Through responsible investing negative indirect
impacts are reduced.
Compliance (society)
G4-DMA
Generic Disclosures on Management
Approach
Annual report: Balancing risks and returns: Introduction and Managing risks: Risk
strategy
G4-SO8
Monetary value of significant fines
and total number of non-monetary
sanctions for non-compliance with
laws and regulations
During 2016 Rabobank Group had: 2 non-monetary sanction, 1 fine of more than
EUR 100,000, 0 cases that were referred to dispute resolution systems. Rabobank
defines significant fines as those which are more than EUR 100,000.
145 Appendices: appendix 5 Global Reporting Initiative
